“Industrial Relations” and “Human Resource Management” Essay

With the rapid pace of globalization, economic development and the more fierce competition among enterprises, the environment of employment is becoming more and more complex than in the past. The companies, no matter private or state-owned ones, have realized the significance of human resources which is the source of social wealth and plays a decisive role in its creation. The essay is concerned about comparing and contrasting the key features of “human resource management” and “industrial relations”. In the academic fields, human resource management and industrial relations are boasting some differences as well as the similarities. And the consolidation trend…show more content…

Thirdly, human resource management assumes that the conflicts between employer and employees are not unavoidable and the authority of management is necessary to the organizational effectiveness and efficiency. Under this presumption, the employers believe that the possible occurrence of unsatisfied situations and the conflicts can be minimized by their strategy, applying their management authority in a planned way. Usually, the human resource management strategies are concerned with recruitment, training, pay and so on. For example, when the manager of a call centre is selecting personnel of customer services representatives, he would prefer people who are communicative and have a positive character. And after that, training system is carried into practice to ensure those customer services representatives more professional in taking the customers’ phone call. The training is provided to standardize the process of calls such as the proper call length and the max abandoned calls rate. And the performance-based pay and bonus system can also be an incentive or motivation for the commitment of the workforce. These human resources management methods are all trying to avoid the dissatisfaction of the labors and achieving the ideal outcomes at the same time. But on the other hand, industrial relations assume that the conflicts are not avoidable, making it necessary for a third part to get involved. It reveals the inter connections among the company (the

GUEST EDITORS’ INTRODUCTION GROWTH AND GLOBALIZATION: EVOLUTION OF HUMAN RESOURCE MANAGEMENT PRACTICES IN ASIA
ARTHUR YEUNG, MALCOLM WARNER, AND CHRIS ROWLEY
In this introductory note, we offer an overview of how human resource management in Asian countries and corporations is evolving in the face of rapid business growth and integration into the global economy and we describe how the articles in this Special Issue contribute to new knowledge and insights regarding key issues, challenges, and evolution…

most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this…

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly…

Abstract
This short position paper discusses some important human resource management issues from the business world in the light of relevant research papers and books. These issues include: primary forms of compensation which are included in a compensation package; types of training skills provided to employees; importance of employee performance appraisals and management for an organization; different methods of dispute settlement at the workplace; and the ways in which a manager can minimize…

Human Resource Management Competencies
EXECUTIVE SUMMARY
Conflicts may arise at any level in organizational setups among co-working employees or between employees and their managers (Bach 2002). These conflicts may arise due to various reasons; including misunderstanding, lowering expectations, professional jealousy, unequal work distribution among employees working at the same organizational level, uneven promotional strategies, and the most importantly, due to negative consequences which…

Introduction
Human resources are the main drivers for today’s organization in managing employees as strategic plan as company’s objective (Haslinda 2009). Variety notion related with theory, perceptivity and understanding of human resource evolution from Industrial Relations (IR) tradition to Human Resource Management (HRM) has transpired to the present day. IR was considerably have two main division: labor management and mutual negotiation including the method of employment management (Kaufman 2001)…

between personnel management and human resources management
1.1 Distinguish between Personnel management and human resource management……………………………………………………………………………………………..
1.2 Assess the function of the human resource management in contributing to organizational purposes
1.3 Evaluate the role and responsibilities of line managers in human resource management……………………………………………………………………………………
1.4 Analyse the impact of the legal and regulatory framework on human resource management……………………………………………………………………………

Strategic Human Resource Management
1. Introduction
In the late decade of 1980, the organisations realized the significance of their employees as a capital asset or human resources; and by adopting and implementing a set of HRM practices (such as recruiting, training and developing people etc.) aimed to succeed a sustainable competitive advantage based on a business strategic view by making the employees’ involvement the main key point of the new human resource management into the business…